Businessballs
‘X-Y Theory’ - Manager Style Indicator
Score the statements (5 = always, 4 = mostly, 3 = often, 2 = occasionally, 1 = rarely, 0 = never)
Manager/leader style indicator - for self-reflection and other discussion/review purposes.
I communicate politely with my people, give reasons for my instructions, and invite suggestions.
I encourage my people to develop (skills, experiences, interests, etc) outside of their immediate area of responsibility.
I do not interfere in my people's work, and I am available to help when/if they need it.
I give my people credit and praise when they do good work or put in extra effort.
I offer departing staff an 'exit interview' (informally or formally) so they can express, and I/the organization can understand, their views and feelings.
I encourage my people to develop their own targets wherever possible, and I find ways to incentivize them to work hard and well.
I know when/if my staff seek extra responsibility, and where this is so, I find ways to offer it meaningfully.
I know reliably what extra training my people need, and I find ways to make it available one way or another.
My people and I are friendly and open towards each other, they trust me and I trust them.
I am available to my people to discuss their concerns and/or worries and/or suggestions.
My people understand what our team/group/department aims and targets are, and I help them to appreciate the wider aims/targets of the organization.
I inform my people often and regularly about team/group and organizational performance.
I give my people opportunities to solve problems connected with their own and our group's work.
I keep my people regularly and fully informed about developments in the organization.
I meet with my people individually and collectively, regularly and adequately, to discuss their development needs and support.
Total score
60-75 = strong Y-theory management
45-59 = generally Y-theory management
16-44 = generally X-theory management
0-15 = strongly X-theory management
N.B. The above assumes that the manager is actually managing in some way, rather deserting or neglecting the management role altogether, which would naturally be another explanation for scores in the x-theory range.
It is recommended strongly that this indicator be used merely as a discussion/review reference tool and certainly not as an absolute or isolated measure of style or performance in the management role.
It is also important to appreciate and take suitable account of the management style preferences and needs of the manager's staff, and the work environment and situation and tasks being undertaken: New/inexperienced employees tend to require some elements of 'X-Theory' management, especially in high risk employment situations, where there is little margin for error, and where mistakes and quality lapses can have serious implications for safety and/or organizational performance.
More information about XY-Theory Management at mcgregor.htm
Other potentially useful reference suggestions, also available at :
Tannenbaum & Schmidt Continuum
Delegation
Training and development
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